Absenteeism among

workers at Milma,
Ernakulam dairy
INTRODUCTION

Absenteeism means the failure of a worker to report for work when he is

scheduled to work. A worker is considered as scheduled to work when the employer has
work available for him and the worker is aware of it.

Absenteeism is unauthorized, avoidable and willful absence from duty. As

such absence of a worker on account of strike or lock out or layoff ie involuntary absence
is not considered absenteeism.
Absenteeism is generally measured in the form of absenteeism rate.
Absenteeism rate is the percentage of man days lost due to voluntary absence ( both
authorized and unauthorized) to the corresponding total of man days scheduled to work.
It can be expressed as under:
{ man days lost (both due to unauthorized and authorized absence)/man days scheduled
to work}*100

THE OFFICIAL DEFINITION

“Absence is the failure of a person to report for work when he is scheduled

to work. A worker is to be considered as scheduled to work when the employer has work
available for him and the worker is aware of it. A worker is to be treated as absent for
purpose of these absenteeism statistics even when he does not turn up for work after
obtaining prior permission. Any worker who reports for duty even for the part of the day
or shift should not be counted among absentees. The statistics relate only to voluntary
absenteeism defined as absence due to reasons which are personal to the individuals
concerned. As such absence of a worker on account of strike or lock-out or layoff, ie
involuntary absence, is not considered as absence for purpose of these statistics.”-Indian
labor journal , July 1969.
ABSENTEEISM UNIVERSAL PHENOMENON

Absenteeism is a universal phenomenon. The rate of absenteeism varies

from five percent to twenty five percent. In some industries absenteeism may go up to
forty percent. Absenteeism may vary from industry to industry; occupation to occupation;
department to department within the same organization.

ABSENTEEISM IN INDIA

The term absenteeism was properly defined for the first time in the country
by the labor department of India according to it “absenteeism rate is defined as the total
man days lost because of absence as a percentage of total number of man shifts
scheduled.”
Absenteeism has been understood as a form of workers behavior caused
by various socio personal factors. However it has been noticed during the past years
workers resort to absenteeism as part of their strategy for getting certain gains which are
not otherwise available to him. They abstain from work in unison with one another to
perform overtime and to frustrate the management bid for retirement or to provide the
work for additional hands.
In India, data’s on absenteeism are collected and compiled by two
agencies namely, The labor bureau, Shimla and the annual survey as “ the failure of a
worker to report for work when he is scheduled to work. But both agencies are not
unanimous in their interpretation of the term “schedule to work”. The labor bureau
doesn’t regard spells of absence from work due to cutriorised vacations and privileged
leaves, strikes, lockout and layoff. It considers a worker scheduled to work when he is
granted leave due to accidents, sickness or casual work. The worker is taken to be a
person who is a regular employee and not a casual absentee in India are:
1. The rate of absenteeism has been more than 10%.
2. Absenteeism is greater in night shifts than in day shifts.
3. Women tend to be absent more often than men.
 4. Absenteeism is generally higher in large organizations than in small
organizations.
5. Workers are found to be absent more frequently than supervisors and managers.

FEATURES OF ABSENTEEISM
• The rate of absenteeism is the lowest on the pay day, it increases
considerably on the days following payment of wages and bonus.
• Absenteeism rate is higher in the age group up to 25 years and beyond 40
years. This is probably due to lack of younger work force while older
workforce is not able to withstand work pressure.
• Absenteeism rate is higher in night shifts as compared to day shifts. This is
due to the fact that workers experience more difficulties in night shifts
• The rate of absenteeism is higher during April-June and September-
October as these are the seasons for marriages and agricultural work
respectively.

CAUSES OF ABSENTEEISM

Employees remain absent due to several factors, which are given below:
1. NATURE OF WORK
A worker is likely to be frequently absent when the job is tough and monotonous in
nature. In such a job, the worker gets tired physically and mentally.
2. POOR WORKING CONDITIONS
When the work environment is unsatisfactory, workers are likely to be
frequently absent. Insanitation, lack of drinking water and canteen facilities,
absence of medical aid, poor relations with co-workers and supervisor make the
work environment unpleasant and create absenteeism.
3. SICKNESS
Sickness is the major cause of absenteeism in India. Lack of balanced diet makes
the Indian worker an easy prey to diseases and epidemics.
4. ACCIDENTS
Industrial and road accidents lead to physical and mental injuries. As a result
workers remain absent for several days.
5. LACK OF INTEREST
Some workers have little interest in their job and no sense of responsibility. They
remain absent for petty reasons.
6. ABSENCE OF HOUSING AND TRANSPORT FACILITIES
Housing is a major problem in cities and in the absence of company houses,
workers either stay alone or at great distances. Quiet often workers have to travel
long distances to reach the work place. Without company buses, they are often
unable to reach in time. Thus housing and transport problems result in absenteeism
7. POOR MANAGEMENT SYSTEMS
When the managers treat workers as mere tools, the rate of absenteeism is likely to
be high. In the absence of proper management control workloads, shift
arrangements and personal policies may be unbalanced causing
8. LACK OF REGULAR LEAVE ARRANGEMENT
When there is no regular system for providing a few days leave to workers for
personal work, workers remain absent without intimating the employer.
9. RURAL TIES
Most of the factory workers come from villages. They leave behind their families
and relatives while coming to cities for employment. They go to their villages for
festivals, religious and social ceremonies, sowing and harvesting of corps, etc. this
leads to high rate of absenteeism.
10. ALCOHOLISM AND GAMBLING
Many workers find it difficult to adjust to city life. They aquire bad habits like
drinking, gambling, etc. due to these habits the workers are unable to attend to their
duties regularly.
11. MISCELLANEOUS CAUSES
Several other factors lead to absenteeism. Bad weather, other income earning
activities, night study, family responsibilities social functions, hobbies and sports,
etc are such factors.

EFFECT OF ABSENTEISM
Excessive absenteeism is harmful to both employers and workers in the following
ways
1. Regular flow of work in the factory/ office is disturbed.
2. Order cannot be executed in time as production schedules asr upset or
delayed
3. Overall production declines.
4. There is considerable increase in the over time bill.
5. Quality of work suffers because casual workers employed to maintain work
schedules are not properly trained.
6. Work pressures on employees increase.
7. Repair and maintenance cost increase due to frequent breakdown of
machinery by inexperienced workers.
8. Incidence of industrial accident increases.
9. Workers lose wages for unauthorized absence.
10. Reductions in earning increases indebtedness of workers.
11. Workers who are habitually absent may be removed from services causing
great hardships to them and their families.

MEASURES TO CONTROL ABSENTEEISM

“Absenteeism is a serious problem for a management because it involves

heavy additional expenses. Reserves and understudies are kept in readiness to take
the place of absentees, failing which the overhead costs idle equipment has to be
faced. Industrial employees do not usually ask for leave of absence as to how long
they would be away. The management is generally uncertain about the probable
duration of employees absence cannot take appropriate measures to fill the gap.”
 Absenteeism cannot be eliminated altogether. But effective measures
should be taken to minimize the rate of absenteeism. Some important measures are
as follows.
1. PROPER HIRING
It is necessary that people with right skills and methods are selected. Every
employee should as fsr as possible be assigned work according to his
capabilities, aptitude and interest. The new employees should be properly
induced in the organization so as to develop right attitude towards the company
and job.
2. GOOD WORKING CONDITIONS
Proper sanitation, drinking water, canteen, first aid rest pauses and mechanism
can help to reduce absenteeism making work environment pleasant.
3. HOUSING AND TRANSPORT FACILITIES
Provision for housing and accommodation, preferably near the factory and bus
facility will ensure regular attendance of workers.
4. SAEFTY PROGRAMME
Adequate safety measures help to minimize industrial accidents and reduce fear
of injury among employees. As a result attendance becomes regular.
5. INCENTIVES
Special bonus, cash prices and preference in promotion to regular employees
encourage workers to be regular in their attendance. by earning
6. EFFECTIVE SUPERVISION
Supervisors can considerably reduce absenteeism by earning confidence and
commitment of workers. They should show sincere interest in workers and treat
them as human beings.
7. DICIPLINARY ACTION
Suitable action should be taken against chronic absentees. Punitive action
should be in the form of publishing their names in the company magazines,
fines withholding pay increment, denial of promotion, suspension, dismissal etc.
8. REGULAR LEAVE PROVISION
A provision should be made wherein every worker can avail a few days leave
during the year. Holidays with pay enable a worker to attend to his private
affairs.

9. EMPLOYEE COUNSELLING
Guidance and counseling help employees to eliminate bad habits like drinking
and gambling. Habitual absentees can be persuaded to become regular by
impressing upon them the loss arising due to absenteeism. Education and
training can be used to develop a sense of responsibility and commitment.
10. PROPER RECORDS
Detailed and up to date records of absenteeism should be maintained.
Absenteeism above the predetermined level should de carefully analyzed age
wise, sex wise, month wise, and other basis. Suitable corrective actions should
be taken whenever necessary.

I
 COMPANY PROFILE

Kerala co-operative milk marketing federation KCMMF popularly

known as Milma was established in April 1980 with its head office in Trivandrum for
successful is implementation of the operation flood program ( a dairy program launched
in 1970 under the aegis of national dairy development board NDDB)
The name Milma represents
• 2658 primary milk co-operative societies
• 7.5 lakh farmer members
• 3 regional co-operative milk producers union
• Eleven dairies capable of handling 9.90 lakh liters of milk per day
• Thirteen milk chilling centers
• Two cattle feed plants with a cumulative capacity of 600MT per day
• One milk powder plant of 10MT per day
• A well established training center
• 5200 retail outlets
• Over thirty two thousand people working either directly or in directly for the
functioning of Milma
Apart from this Milma serves about a million customers day in and day out

NDDB and operation flood program are the brain child of Dr. Kurian the
milk man of India . Operation flood program was designed in order to repeate the success
story of AMUL in Kerala and in other states
 KCMMF is the apex body of milk farmers in Kerala. It operates as a three
tire system. The first tire is the village milk societies with local milk farmers as its
members . The second tire is the regional co-operative milk producers union . There are
three regional unions –ERCMPU ( Ernakulam regional union), TRCMPU ( Trivandrum
regional union ) MRCMPU ( Malabar regional union ) . These unions are federated at the
state level to form the state federation ie KCMMF

KCMMF
↑
Regional unions
(ERCMPU, TRCMPU, MRCMPU )
↑
Village milk societies

Milma has twelve dairy plants in different parts of the state with an aggregate capacity of
thirteen lakh liters of milk per day

Milma is an organization of milk farmers . they are the producers of the

raw material milk . The share holders in the organization and the chairman and board of
directors are elected from among them . The farmers are members of the APCOS ( Anand
pattern co-operative societies ). The presidents of the APCOS form the general body of
the regional milk unions which federate to form KCMMF.

MISSION OF MILMA
“FARMERS PROSPERITY THROUGH CONSUMER
SATISFACTION”

OBJECTIVES OF THE COMPANY

ERCMPU is one among the three regional unions of milk cooperatives of Milma in the
state. It is organized in the Anand pattern under operation flood program of NDDB. Area
of operation of ERCMPU covers four revenue districts of the state of Ernakulam, Idukki,
Thrissur and Kottayam. It is affiliated to KCMMF. It works as an autonomous body
registered under the Kerala cooperative societies act 1969. it is the agency responsible
for operation flood program and its allied activities in the state.
• Organizing and coordination of APCOS in the state.
• Provide stable price to milk and improve rural income.
• Provide technical inputs, cattle feed and vet nary aids for enhanced milk
production.
• Induction and education of milk producers by providing training and lectures.

ASSOCIATES OF MILMA

Milma is in constant touch with other organizations in this sector . it is only through this
active exchange that Milma grew from a small dairy co-operative to the position it holds
in Kerala today. Their chief associates are

1. NATIONAL DAIRY DEVLOPMENT BOARD

NDDB , under Dr. Kurians guidance set up KCMMF in 1980 . ever since then there has
been a close cooperation between NDDB and the federation . NDDB are the originators
of the operation flood program and have been the funding agent for the operation flood
projects in Kerala.

2. AMUL
The dairy co-operatives of Gujarart have been the inspiration for the development of
such a vast network of dairy co-operatives in Kerala. Among the co-operatives in
Gujarath the Kaira district co-operatives milk producers union (Amul) is the first in this
sector . Our co-operatives are called Anand pattern co-operative societies following the
illustrious lineage of Amul.

GOVERNMENT OF KERALA

The phenomenal success of the dairy cooperatives in kerala could not have been
achieved without the foundation of animal husbandry activities lead by the animal
husbandry department, Dairy development department and Kerala livestock
development board of government of Kerala.

FUNCTIONAL AREAS OF KCMMF

KCMMF head office

Provides staff management functions to support its units and regional milk unions.
KCMMF head office has a well established marketing , purchase , quality control ,
finance , project planning and systems and HRD department.

MARKETING
• Brand management
• Lean flush management
• Bulk trading of surplus products
• Intuitional supply contracts
• Coordinate promotional activities
• Packaging and product development
 • Procurement and consumer pricing

PURCHASE

• Centralized purchase of dairy consumables

Purchase of raw materials for cattle feed plants
• Purchase functions of KCMMF

QUALITY CONTROL

• Render technical and legal assistance to primary dairy cooperatives and regional
milk unions.
• Liaison and maintain quality of milk and milk products as per standards.
• Liaison with statutory authorities for bringing in suitable amendments in statutes.
• Attend to consumer complaints on quality problems.

FINANCE

• Financial management of KCMMF and its units

• Liaison with financial institutions for availing loans for the creation of
infrastructure
• Liaison with government for availing government financial assistance
• Long term repayment and scheduling for primary cooperative societies
• Recommended remuneration of APCOS employees

PROJECTS
• Planning and execution of projects for creating infrastructure for regional
milk unions and KCMMF
 • Providing consultancy for execution of projects
• Liaison with statutory authorities like factories and boiler , electrical
inspectorate departments explosive etc for obtaining approval and
implementation of projects
• Liaison with government for land allocation, water power and other
amenities.
• Estate management and assistance in maintenance of plant and machinery of
KCMMF units.

PLANNING AND SYSTEMS

• Maintenance of systems at KCMMF units and regional milk unions.

• Development of software to support various functions.
• Purchase hard ware and software
• Support management information system networking
• Conducts training programs for development of computer skills.

HRD

• Milma family has 2098 skilled , efficient and qualified personnel and has
excellent labour relationships
• Takes active role in framing personnel policies and service rules
• Finalize long term wage settlement bonus etc.
• Placement and career development activities.

MAJOR PLAYERS IN THE DAIRY INDUSTRY

Apart from Milma the major players in the industry in Kerala are
• PDDP
• Pooja
• Shakthi
• Nirmal
• Milgram
• Malanadu

PRODUCT PROFILE
Milma has a range of products. A marketing chain consisting of nearly 4000 retail
outlets, across the state ensures availability of milma's products to consumers. Milma
with its motto your health is our concern has become synonymous with assured quality
of milk and milk products. Milma's spectrum of products adhere to the PFA rules and are
released for distribution only after stringent quality checks.

ICE CREAM

Milma ice-cream, is available in a range of lip smacking flavours: vanila, chocolate,

mango, strawberry and fruit & nut. In addition, our Ernakulam Union also produces and
distributes delicious "kulfi" and cream rolls. The only ice-cream in Kerala market which
is manufactured in a dairy, and hence most fresh ice cream.

PASTEURISED MILK

Milma pasteurised vitamin A enriched milk comes in three varieties.

 • Fat free milk
• Toned milk which contains 3.0% fat and 8.5% SNF
• Standardised milk which contains 4.5% fat and 9.0% SNF

Conveniently packed in 500 ml and 1 litre sachets, the fat content range of Milma's Milk
has made it the popular health drink of young and old alike.

MILK STERILIZED FLAVOURED SKIMMED

Prepared from pasteurised skimmed milk, sweetened with cane sugar and flavoured with
cardamom. It is very tasty in chilled condition and has a keeping quality of 60 days.

GHEE

Ghee is a key ingredient in most Indian delicacies. Milma produces good quality, pure
ghee from butter or cream at all dairies. The ghee is available in convenient packs of
100gm to 15Kg.

BUTTER

Milma Butter prepared from the cream of milk contains 81% fat and less than 15.6%
water. This is available in convenient 100gm,200gm and 500gm family packs. Available
in salted and unsalted varieties.

SAMBHARAM

Sambharam (butter milk) a favourite beverage of Kerala. Milma Sambharam, the only
product of its kind in the market, is very popular throughout the State. It comes in
convenient 200ml throw away sachets.
CURD

It is a fermented product prepared from pasturised skim milk using Curd Culture from
National Dairy Research Institute(NDRI). It is delicious, tasty, free from cholesterol and
available in 500ml and bulk.

LASSI

It is a sweetened and flavoured product prepared from curd. It is available in 200ml pack
and is a very good health drink for all age group.

TETRA PACK FLAVOURED MILK

Milma offers a range of flavoured health drinks in hygienic tetrapacks. Cardamom milk
has already captured the market and are available at all milma outlets.

REFRESH

In addition to milk drinks,milma also has a mango drink in the market. Refresh, milma's
manago drink is a favourite in the fruit drink sector.

PEDA

An indigenous milk product manufactured by evaporating water content from wholesome

cow's milk and sweetened with cane sugar. It is a nutritious and delicious sweet bite for
children. It is available in 25gm and 250gm cartons.

CREAM ROLL
Mixture of tasty ice-cream and tooty fruity encircled with oven fresh spong cake. It is a
delicious snack rich in milma cream.

MILMA SIP

Made from pastuerised skim milk, sweetend and flavoured. Available in 25ml polythelene
tube in flavours like vanila, pinapple, strawberry, mango, and rose etc.. and served in
chilled condition. It is a safe and nutritious substitute to all other sip-ups.

RESEARCH METHODOLOGY

RESEARCH
Research is the systematic investigation of a particular subject. In science
research usually refers to efforts to discover new knowledge or to develop new process or
products. In fields other than science, research means collection of information that
already exists. Research is a systematic and intensive study directed towards a more
complete knowledge of the subject studied.

RESEARCH METHODOLOGY

It is a way to scientific and systematic research for pertinent information on a

specific topic and for solving the research problem.

TOPIC

Absenteeism among workers in Milma, Ernakulam Dairy

GENERAL OBJECTIVE

The research was conducted with the general objective to study about the rate of
absenteeism among employees of Milma , Ernakulam Dairy and its various aspects.
SPECIFIFIC OBJECTIVE

1. To understand the main causes which leads to absenteeism among the workforce.
2. To understand the level of absenteeism in Milma’s Ernakulam dairy
3. To understand whether the workers are aware of the consequences of their
absence.
4. To study view of workers about their leave facilities.
5. To suggest some measures to bring down the rate of absenteeism.

SCOPE

Absenteeism continues to be one of the major problems facing the Indian

industry.
The study was conducted to evaluate the impact of absenteeism among the
workforce in ERCMPU and find out the workers opinion as the reason behind the
absenteeism and measures to control absenteeism.

UNIVERSE

Universe refers to the total population under study.

The universe for the relevant study includes the total workforce in Milma’s
Ernakulam dairy.

SAMPLE SIZE

The sample size of a study is a relevant fraction of the population, which is a

representative of the entire population or universe.
For the study 60 workmen from a total 200 workmen of Milma’s Ernakulam
dairy was considered.

SAMPLING TECHNIQUE

As the company contained a large number of workmen, engaged in various

activities, it was not possible to attend to each of them.
The simple random sampling technique was adopted. This is a probability
sampling technique in which each member in the sample has a known and equal
chance of being selected.

DATA COLLECTION

• Method of data collection

The study on absenteeism among employees in Milma’s Ernakulam dairy is
an explorative study based on both primary and secondary data.
• Types of data

a) Primary data: The data gathered explicitly for the specific research project at
hand. It does not exist already in records or publications. They are original in
character.
b) Secondary data: This refers to those data, which are gathered for some other
purpose and are already available in the firms internal records and
commercial, trade or government publications.

• Instruments used for data collection

a) Structured closed- ended, questionnaire consisting of multiple choice,

dichotomous and open-ended questions was used as a tool for primary data
collection.
b) The secondary data required for the study has been collected from various
published works and websites.

STATISTICAL METHOD

The statistical method used for analyzing and interpreting the data is the
simple percentage method.

LIMITATION OF THE STUDY

• The sample size is confined to sixty workmen. Thus the results cannot be
generalized.
 DATA ANALYSIS AND
INTERPRETATION
1). Age of respondents

Among the 60 respondents 61.7% were above 50 years of age, 25% were between the age
group of 40-50, 11.7% between 30-40 and only 1.6% fell under the age group 20-30.
AGE OF RESPONDENTS FREQUENCY PERCENTAGE

20-30 1 1.6

30-40 7 11.7

40-50 15 25

50 ABOVE 37 61.7

TOTAL 60 100

Age of respondents

70
60
50
percentage

40
30
20
10
0
20-30 30-40 40-50 50 above
age
2).Gender

GENDER FREQUENCY PERCENTAGE

MALE 53 88.3

FEMALE 7 11.7

TOTAL 60 100

Of the sixty respondents88.3%were males and 11.7% were females.

12%

MALE
FEMALE

88%
3). Educational qualification

Educational qualification Frequency Percentage

Below 10th standard 28 46.7

10th standard pass 19 31.7

Pre degree 5 8.3

Degree 3 5

Others 5 8.3

Total 60 100

Among the respondents 46.7% had not passed 10th standard and 37.7% had passed, 8.3%
had done their pre degree, 5% their degree and 8.3% had other technical qualifications.

Educational qualification

50 46.7
45
40
35 31.7
30
25
20
15
10 8.3 8.3
5
5
0
Below 10th pass
Pre degreeDegree Others
10th
4). Gross monthly income

Gross monthly income Frequency Percentage

5000-10000 15 25

10000-15000 39 65

15000 above 6 10

Total 60 100

65%of the respondents got between 10000-15000 Rupees a month, 25% got a monthly
salary ranging from 5000-10000 Rupees and 10% got more than 15000 Rupees a month.

Monthly income

70
60
50
40
30
20
10
0
5000-10000 10000-15000 15000 above
monthly income
5). How satisfied are you with your job?

Job satisfaction Frequency Percentage

Highly satisfied 11 18.3

Satisfied 10 16.7

Partially satisfied 17 28.3

Not satisfied 22 36.7

Total 60 100

About 36.7% of the respondents were not satisfied with their jobs, 28.3% were partially
satisfied, 16.7% felt satisfied and 18.3% were highly satisfied.

Level of job satisfaction

40
35
30
25
20
15
10
5
0
Highly satisfied Satisfied Partially Not satisfied
satisfied
6). How satisfied are you with the working conditions in the company?

Satisfaction level Frequency Percentage

Highly satisfied 7 11.7

Satisfied 21 35

Partially satisfied 23 38.3

Not satisfied 9 15

Total 60 100

The above table states that 38.3% of the respondents were partially satisfied with the
working conditions, 35% were satisfied where as 11.7% were highly satisfied and 15%
were not satisfied.

45

40
35

30
percentage

25
20

15

10
5

0
Highly satisfied Satisfied Partially satisfied Not satisfied
7). Are you satisfied with the food in the canteen?

Satisfaction level Frequency Percentage

Yes 47 78.4

No 13 21.6

Total 60 100

78.4% of the employees were happy with the food provided in the canteen and 21.6%
were not satisfied.

Satisfaction level

22%

Yes
No

78%
8). Are you permitted to utilize the leaves as per your requirement?

Opinion Frequency Percentage

Yes 48 80

No 12 20

Total 60 100

80% of the respondents said that they were permitted to utilize the allotted leaves as per
requirement and only 20% disagreed.

20%

Yes
No

80%
9). The welfare measures provided by the company are..
Welfare measures Frequency Percentage

Not satisfactory 46 76.7

Satisfactory 14 23.3

Highly satisfactory 0 0

Total 60 100

Considering the welfare measures 76.7% of the respondents felt that it was not
satisfactory and 23.3% found it satisfactory.

80 76.7

70
60
50
Percentage 40
30 23.3
20
10
0
0
Not satisfactory Satisfactory Highly satisfactory
10). Supervisors approach

Supervisors approach Frequency Percentage

Authoritarian 5 8.3

Friendly 36 60

Strict but loving 10 16.7

Indifferent 9 15

Total 60 100

60% of the respondents felt that their supervisor is friendly, 16.7% claimed that their
supervisor was strict and at the same time loving, 15% felt that they were indifferent and
8.5% said they were authoritarian.

60

50

40

Percentage 30

20

10

0
Authoritarian Friendly Strict but Indifferent
loving

11). The co workers in the company are…

Attitude of co-workers Frequency Percentage

Friendly and helpful 44 73.4

Less helpful 8 13.3

Least helpful and distant 8 13.3

Total 60 100

Among the 60 respondents 73.4% of them had friendly and helpful co workers and 13.3%
felt that their co-workers were less helpful or least helpful and distant.

80
70
60
50
Percentage 40
30
20
10
0
Friendly Less helpful Distant
12). Do you think that alcohol consumption has an effect on absenteeism.

Opinion Frequency Percentage

Yes 20 33.3

No 40 66.7

Total 60 100

66.7% of the respondents didn’t think that alcohol consumption had an effect on
absenteeism where as 33.3% thought otherwise.

33%

Yes
No

67%
13). Sickness makes you absent from work…

Sickness Frequency Percentage

Always 0 0

Mostly 10 16.7

Rarely 17 28.3

Never 33 55

Total 60 100

Of the 60 respondents 55% were never absent due to sickness, 28.3% were rarely absent,
and 16.7% were mostly absent due to sickness.

60 55

50

40
Percentage

28.3
30

20 16.7

10
0
0
Always Mostly Rarely Never
14). Do you know the consequences of your absence on production?

Awareness Frequency Percentage

Yes 45 75

No 15 25

Total 60 100

75% of the people selected were aware of the consequences of their absence on
production and the rest 25% claimed that they were not aware.

25%

Yes
No

75%
15). Do you have alternate sources of income.

Alternative source of Frequency Percentage

income
Yes 0 0

No 60 100

Total 60 100

None of the respondents had alternate sources of income.

120
100
100

80
Percentage

60

40

20
0
0
Yes No
Alternate source of income
16). Indebtedness has a strong influence on absenteeism…

Opinion Frequency Percentage

Agree 23 38.3

Disagree 28 46.7

Not aware 9 15

Total 60 100

46.7% of the respondents disagreed to the statement that indebtedness has a strong
influence on absenteeism and 38.3% agreed but the rest 15% did not comment on it.

46.7
50
45 38.3
40
35
30
Percentage 25
20 15
15
10
5
0
Agree Disagree Not aware
17). Do you keep away from work due to family problems.

Absence due to family Frequency Percentage

problems
Always 6 10

Mostly 7 11.7

Rarely 7 11.7

Never 40 66.6

Total 60 100

Among the 60 respondents 66.6% never, 11.7% rarely, 11.7% mostly and 10% Always
kept away from work due to family problems.

70 66.6

60

50

40
Percentage
30

20
10 11.7 11.7
10

0
Always Mostly Rarely Never
18). Does the distance factor hinder you from attending work regularly?

Distance Frequency Percentage

Yes 11 18.3

No 49 81.7

Total 60 100

21.7% of the 60 respondents stayed nearby or had company bus facility and 18.3%
claimed that distance does hinder them from attending work regularly.

18%

Yes
No

82%

19). How would you rate your company?

Opinion Frequency Percentage

Excellent 9 15

Good 35 58.3

Fair 15 25

Poor 1 1.7

Total 60 100

Of the 60 respondents 58.3% rated their company as good, 25% as fair, 15% said that the
company was excellent and only 1.7% claimed that it was poor.

60 58.3

50

40

Percentage 30 25

20 15

10
1.7
0
Excellent Good Fair Poor

FINDINGS AND SUGGESTIONS

This chapter contains some important findings and suggestions.

FINDINGS

The research was designed to study about the rate of absenteeism in the
company and its various aspects. It was found that the rate of absenteeism
was less except for a few chronic absentees.

Most of the workers lacked job satisfaction or were only

partially satisfied with their jobs. More than 50% of the workmen were not
very happy about the working conditions in the company. 76.7% expressed
the dissatisfaction over the lack of welfare measures.

More than ¾ of the workers are satisfied with their leave facility
and canteen facility. Half the workmen didn’t consider alcohol consumption
as one of the main reasons for absenteeism. The researcher has in due course
of the study found that neither sickness, family problems nor alternate
source of income was the main reason for workers absence where as 38.3%
agree that indebtedness was one of the reasons.

Most of the workmen stayed nearby or were provided with the

company bus facility.

60% of the workmen feel that the supervisor is friendly while

few are of the view that they are indifferent. However the work group within
the organization is friendly and co-operate among themselves.
 75% of the workers were well aware of the consequences of their
absence on production. The workers were all very loyal to the company and
also felt that the company was performing well.

SUGGESTIONS

• Since majority of the workers are not satisfied with the welfare measures and
partially satisfied with the working conditions of the company, the company must
improve its welfare measures and working conditions.
• Various incentive schemes can be introduced to motivate the employee to come to
work.
• The company can provide an amenity hall for the female workers so that they
engage in some games or fun.
• The company can provide transport facility for those who are staying far away
from the company.
• The company can develop an attendance policy
• Awareness classes should be given to workers about consequences of
absenteeism.
• Counseling must be given to employees who are undergoing physical and mental
stress and must be helped to reach a solution.
• Placing the right person in the right job.
• Monthly attendance bonus shall be given to workers who have a regular
attendance, which will motivate them to come regularly for work.
• A grievance cell can be formed to hear the problems directly and find out
solutions.
• The company should celebrate its achievements with its workers in a way which
will enhance their feeling of belongingness to the company. This will also
motivate the employees.
• Compulsory punishments like suspensions dismissals etc should be given to
chronic absentees.
• Loans and financial help must be given to the workers.
• The workers must be allowed to give suggestions regarding the procedures of
work.